Companies Factset

Factset

Norwalk

Total Offices: 4

10,310 Total Employees

Year Founded: 1978

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Factset Compensation & Benefits

Updated on April 03, 2026

This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Factset and has not been reviewed or approved by Factset.

How are the compensation & benefits at Factset?

Strengths in benefits—particularly health coverage, retirement programs, and equity purchase access—coexist with recurring concerns that base pay is not consistently market-competitive. Together, these dynamics suggest total rewards can feel well-rounded for those prioritizing benefits, while cash compensation and growth expectations may be a limiting factor for others.

Key Insight for Candidates

Defining tradeoff: benefits and balance over cash. FactSet delivers strong health coverage, hybrid flexibility, wellness days, and a discounted ESPP, but base pay and raises typically lag the market. Best for candidates prioritizing stability and time off over top‑of‑market compensation.

Evidence in Action

15% ESPP Ownership — Employee Stock Purchase Plan (ESPP) offers a 15% discount with a lookback, allowing up to 10% of salary purchases (refreshed Sept 1, 2025). This creates accessible equity ownership that can materially boost total rewards and long‑term wealth beyond base pay.
401(k) Match Vesting — 401(k) match is 100% of the first 4% of pay with a five-year graduated vesting schedule. This steadily amplifies retirement savings and rewards tenure, but encourages employees to factor vesting when planning career moves.

Positive Themes About Factset

Healthcare Strength: Healthcare coverage is positioned as comprehensive, spanning medical, dental/vision in some descriptions, and life and disability insurance. Company-wide wellness days and region-specific add-ons (e.g., Vitality PMI, Bupa dental, Health Shield cashback) further reinforce a strong health-and-wellbeing offering.
Retirement Support: Retirement savings support is consistently included as part of the core package through retirement savings plans. The presence of these programs is framed as a meaningful component of total rewards beyond base salary.
Equity Value & Accessibility: An employee stock purchase program is highlighted as a standard part of the total rewards package. This provides a pathway to share ownership alongside cash compensation.

Considerations About Factset

Unfair & Opaque Compensation: Pay is repeatedly characterized as average or below peers, with multiple statements pointing to salaries not being competitive in parts of the organization. This dynamic creates a perceived imbalance where the non-cash package is strong but cash compensation does not consistently keep pace with market alternatives.
Stagnant Pay & Limited Progression: Annual raises and compensation growth are described as small or slow in several passages. This suggests that earnings progression over time may not meet expectations, especially after the early-career stage.
Weak & Unreliable Incentives: Bonuses are described as declining in the wake of organizational changes, implying variability in incentive outcomes. This can reduce confidence in the reliability of variable compensation as a meaningful driver of total pay.

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These insights are generated using AI and may not reflect internal data or verified company information. They are intended solely for general informational purposes and should not be considered a definitive assessment of the company’s reputation. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.